Division of Diversity, Equity and Inclusion, fall 2022

The Division of Diversity, Equity and Inclusion continues to examine its initiatives to make certain there is alignment with the institutional mission and our Road Map strategic plan. Our efforts to coordinate with the respective schools and operational units further illustrates the University commitment to diversity. For example, our work to partner with members of the Faculty Senate and others to create a “Principles of our Inclusive Community” statement is underway for approval. Additionally, partnering with the Office of the Provost to host our annual orientation for new department chairs provides an opportunity to support our new administrative leaders and to champion their success. This year, we were awarded our second Insight into Diversity’s Higher Education Excellence in Diversity (HEED) Award. We continue to demonstrate our commitment to creating a campus climate that is inclusive; one where all individuals have a sense of belonging.

DEI Administrative Office

During this quarter, DEI worked with the Office of Human Resources to provide oversight to University recruitment activities. From June 13 through Sept. 16, 57 searches opened for positions on the state payroll and seven searches opened for positions in the Research Foundation. During this time, 58 searches closed on the state payroll and 7 closed for the Research Foundation. As of Sept. 16, there are 77 active searches for the state payroll and 13 active searches for the Research Foundation, for a total of 90 active searches during this quarter. DEI conducted two virtual search orientations for faculty and staff serving on search committees. A total of 56 employees attended training during the month of September.

Updates to the search process include adding language to job announcements regarding visa sponsorship status for each position, in addition to ensuring disposition codes are being added in a timely manner to current searches prior to closing the searches. Lastly, DEI met with two search firms conducting executive searches to reiterate the importance of providing the institution with the voluntary self-disclosure materials from candidates who enter the candidate pool through search firms.

Recruitment and retention initiatives

DEI submitted its periodic report to SUNY regarding confirmation of faculty reimbursement for PRODiG funding. This quarter, the institution was awarded over $548,000 from SUNY for salary reimbursements. Additionally, DEI has approved the transfer of Presidential Diversity Research Grant (PDRG) funds awarded this past spring. Awarded funds are transferred June 30. Surveys will be issued to all PRODiG recipients this fall. Plans are underway for the division to co-sponsor a reception for all PRODiG and Presidential Diversity Research Grant recipients in late fall. Lastly, DEI submitted employee and applicant data for the state payroll to our external consultant Affirmity for the annual Affirmative Action Plan, as required by the Office of Federal Contract Compliance Programs for all federal contractors.

Communication and Operations

The division added a communications role at the end of May 2022. Kim Mousseau, a communications specialist who most recently worked in the Penn State system, joined the Office of Communications and Marketing as communications manager (CM) for the division of DEI. She developed a communications plan for 2022-2023 to consider, improve and streamline communications efforts from the division; highlight the division’s work and identify additional opportunities to tell the Binghamton University diversity story.

Affirmative Action and Bias Response

The Affirmative Action Office received 10 bias incident reports this quarter. Affirmative Action conducted two departmental trainings for Bias Incident Response Protocol with an approximate total of 50 participants. The Bias Incident Response Team (BIRT) continues to meet each month to review and consult on significant cases. In addition, each month an in-service is provided on a specific topic or population relevant to bias cases that have occurred (e.g., hate speech/First Amendment, disability rights, international students). A search was launched in April for a newly created position, DEI/Affirmative Action Coordinator, to further support the needs and initiatives of the Affirmative Action Office.

UDiversity Educational Institute

During this quarter, the UDiversity Educational Institute offered 15 workshops. Nine workshops for students, two for staff and faculty, and four for community members, with a total of 842 participants (745 undergraduate students, 25 graduate students, four faculty, 17 staff and 51 community members). The institute continues to partner with external organizations. For example, it conducted an Ensuring Wellness for All Patients workshop for staff at the Care Compass Network. The mission of this organization is to advance the transformation of healthcare delivery through the development and convening of strong and resilient partnerships, the coordination of care and the reduction of healthcare expenses. This workshop examined ways to build cultural awareness and foster equity within the healthcare system.

UDiversity provided its diversity education workshop series, Inclusive Organizations, for campus faculty and staff. In addition, workshops on cultural competency were offered to students in athletics; chemistry; tutoring; and the Teaching, Learning, and Educational Leadership program. We also continued our workshop series on inclusive organizations for the Greater Binghamton Chamber of Commerce (GBCC) for this year’s Binghamton Leadership Institute cohort, which included leaders and professionals from across the region. During this series, participants explored team power dynamics and practices, their influence on organizational culture, and how to create inclusive policies and programs within their respective departments or organizations. The DEI cohort played an integral role at the second annual Diversity and Inclusion Conference hosted by the GBCC, facilitating breakout sessions on topics such as “Inclusive Language” and “Creating a Welcoming Work Environment.”

UDiversity provided cultural competency training for student leaders as part of the Student Association’s (SA) annual Fall Leadership Conference. Attendance at the conference is required of all SA-sponsored organizations and this marked the second year that UDiversity participated.

Presentations this quarter include:

July 2022

• Creating Inclusive Organizations: GBCC (community members, one session)

August 2022

• Creating Inclusive Organizations: GBCC (community members, one session)
• Res Life Pro-Staff Cultural Competency (faculty, staff, one session)
• Addressing Microaggressions in the Classroom (students, one session)
• Building Bridges to Cultural Competency in Athletics (students, four sessions)
• Building Bridges to Cultural Competence University Tutors (students, grad students, two sessions)
• Health Equity for All Patients (community, two sessions)

September 2022

• Creating Inclusive Organizations (faculty, staff, one session)
• Ensuring Inclusion in Chemistry (grad students, one session)
• SA Fall Leadership Conference (students, one session)
• Upcoming workshops are as follows:
• Inclusive Pedagogy
• Creating Inclusive Organizations
• Cultural Competency for HCA (Helping Celebrate Abilities)